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Larry CliftonLarry Clifton is Senior Vice President in charge of Recruiting,Workforce Planning, and Development for CACI – a 14,400employee, $3.6 billion revenue, professional services andinformation technology company serving defense, intelligence,homeland security, and federal civilian government agencies.Larry oversees a vast array of human capital programsincluding leading a team that hired 4,400 people this year –3,600 external and 800 internal. He is a nationally recognizedRecruiting and Workforce expert receiving media attention innewspapers, magazines, radio, and TV. Larry was named thetop Senior HR leader in the Washington DC metro area in 2009by HRLA. He and his team have won numerous human capitalaccolades and is the ERE Recruiting Department/Function ofthe year award winner for 2012. CACI also won the ERE awardin 2011 and is the first company ever to win this prestigiousaward in back-to-back years.Prior to joining CACI in 2000 Larry proudly served in the UnitedStates Air Force where he held numerous senior leadershippositions. He was Director of Staff for the 89th Airlift Wing andCommander of the 89th Aerial Port Squadron at Andrews AirForce Base, Maryland, where he directly supported thePresident of the United States.Larry received a regent bachelor’s degree in Business fromWest Virginia University, master’s degree in BusinessManagement from Central Michigan University, and master’sdegree in Human Resources from Webster University.

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Predictive Staffing Model - A Case StudyOne of the key components of CACI’s overall success isattributed to its predictive staffing model which basicallyconnects all the human capital dots and tie’s them directlyto the company’s strategic business plan. This powerfulapproach allows CACI’s Recruiting, Workforce Planning,and Development Team to stay ahead in the war on talentand deliver impressive results/savings to the company’sbottom line.In this session, Larry will provide an overview of CACI’shighly successful predictive staffingmodel and share his lessons learned – good and bad.According to Larry, no matter what business you are in youwill probably never totally get away from the must-fill-now positions, but a proactive predictive staffing modelwill greatly help de-stress your team and produce resultsthat will clearly get the attention of your seniorleadership. Creating a best-in-class predictive staffingmodel is not an easy thing to do, but once you master ityou will be a hero at your company and get that seat atthe table everyone is looking for.